Madison, Wisconsin - Workplace Sexual Harassment & Retaliation
Top Sexual Harassment Lawyers in Madison, WI
Madison employment lawyers who represent workers in sexual harassment cases - what the law protects, the deadlines you cannot miss in Wisconsin, what these cases pay, and how to choose an attorney who fights for employees.
Updated December 30, 202511 min readEditorially independent
If you are being harassed at work, the first thing to know is that the law is on your side, and the second is that the clock is running. Workplace sexual harassment - unwanted advances, a hostile environment, being punished for refusing or for reporting it - is a form of sex discrimination that violates federal law (Title VII of the Civil Rights Act), the Wisconsin Fair Employment Act, and in Madison the City's Equal Opportunities Ordinance. A sexual harassment lawyer represents you, the employee, against the employer: documenting what happened, filing with the right agency on time, and pushing for a settlement or verdict that accounts for what this has cost you.
These cases turn on deadlines and evidence. Federal claims generally start with a charge to the EEOC, and Wisconsin claims run through the Equal Rights Division - each with strict filing windows measured in months, not years. The strongest cases are built early, while the texts, emails, HR complaints, and witness memories are fresh. That is why getting to a lawyer quickly matters even if you are not sure you want to sue. A good employee-side attorney will tell you honestly whether you have a claim, what it might be worth, and what the realistic path looks like.
We built this list from peer-reviewed directories - Super Lawyers, Avvo, Martindale-Hubbell, and Expertise.com - and confirmed each firm has a real employment practice in Madison that represents employees in harassment and discrimination matters. The firms below are employee-side advocates, not the lawyers who defend companies. Call two or three, tell them what happened, and notice who listens carefully and explains your options clearly rather than promising a quick payday.
How we picked these 8: We cross-referenced peer rankings and directories (Best Lawyers, Super Lawyers, Avvo, Martindale-Hubbell, Justia, Expertise.com, FindLaw) and each firm's own published practice pages. Every firm below appeared in at least two independent sources and has a verifiable Madison-area sexual harassment practice. We do not accept payment for placement, and we do not write sponsored reviews. More on our methodology →
1
Fox & Fox, S.C.
Employee-sideMadisonTrial advocates
Practice focus: Sexual harassment, discrimination, retaliation, and the full range of employment law for employees
A Madison employment firm with a long record representing workers in harassment and discrimination cases, including verdicts and settlements against large corporations and government entities across Wisconsin and the Chicago metro area. Accomplished trial advocates, which matters when an employer refuses to settle fairly.
Why they made the list: A strong pick when your case may need to go to trial and you want seasoned employee-side litigators.
Fee structure
Often contingency or hybrid; discussed at consultation
Practice focus: Sexual harassment, discrimination, wage, and employment claims for Wisconsin workers
A firm that has fought for Wisconsin workers and families since 1959, with a Madison office and a dedicated employee-side employment practice covering sexual harassment, discrimination, and retaliation. Deep bench and a worker-focused mission.
Why they made the list: A good fit when you want an established workers' rights firm with resources behind your case.
Practice focus: Workplace sexual harassment, discrimination, and retaliation for employees
Attorney Amy F. Scarr has more than 30 years representing victims of workplace sexual harassment in Madison, with a record of cases against major employers and public entities. A negotiator and trial lawyer whose practice centers on this exact area.
Why they made the list: Worth a call when you want a lawyer whose career has focused specifically on harassment and discrimination.
Practice focus: Employment and labor disputes, including harassment, discrimination, and retaliation
A Madison firm whose employment and labor attorneys represent workers who have been treated unlawfully on the job, including harassment and retaliation claims. Litigation-capable and focused on holding employers accountable.
Why they made the list: A reasonable pick when you want a firm prepared to litigate an employer who will not do right voluntarily.
Practice focus: Discrimination, harassment, and retaliation claims for Wisconsin employees
The Madison solo practice of attorney Patrick O'Connor, representing Wisconsin employees facing discrimination, harassment, and retaliation - including sexual harassment and harassment based on other protected categories. A focused employee-side practice.
Why they made the list: A good fit if you want a single dedicated attorney handling your matter directly rather than a larger team.
Practice focus: Workplace harassment and discrimination, FMLA, ADA, and related employment claims
A team of employment lawyers handling allegations of harassment and discrimination based on gender and other protected categories, along with FMLA and ADA matters, serving the Madison area. Broad employment-law coverage for employees.
Why they made the list: Consider them when your harassment claim sits alongside an FMLA, ADA, or other discrimination issue.
Practice focus: Sexual harassment, discrimination, unpaid wages, and whistleblower retaliation
A firm serving the Madison area that helps public and private employees demand accountability for unlawful workplace practices, including sexual harassment, discrimination, and retaliation for reporting wrongdoing. Employee-focused employment practice.
Why they made the list: A solid additional consultation, especially if your case also involves wage or whistleblower issues.
Practice focus: Employment litigation including harassment, discrimination, and retaliation
A Madison employment litigation practice handling discrimination and harassment matters for employees. Another option to weigh when you are lining up consultations and comparing approach and fees.
Why they made the list: Useful as a third or fourth call so you can compare how different employee-side firms read your case.
Tell us what is happening at work and we will connect you with a Madison employment attorney who represents employees in sexual harassment and retaliation cases. Free, confidential, and no obligation.
How to choose between them in Madison
Hire an employee-side firm, not a defense firm. Some employment lawyers defend companies; you want one that sues them on behalf of workers. Every firm on this list represents employees. Confirm it directly - ask whether they ever represent employers in harassment cases.
Move fast - the deadlines are short. Sexual harassment claims carry strict filing windows with the EEOC and Wisconsin's Equal Rights Division, measured in months. The sooner you talk to a lawyer, the more options you keep open. Do not wait until you are ready to sue.
Preserve your evidence now. Save texts, emails, your HR complaint, names of witnesses, and a dated written account of what happened. Use a personal device, not a work account that your employer controls. A lawyer will tell you what helps your case and what to stop doing.
Ask how they charge. Many employee-side harassment cases are taken on contingency or a hybrid fee, so you may owe little or nothing up front. Get the fee structure - and what costs you might owe - in writing before you sign.
Look for someone who explains, not someone who promises. A trustworthy lawyer gives you a realistic range and an honest read on the risks. Be wary of anyone guaranteeing a number or a quick win before they have seen your evidence.
What sexual harassment help typically costs in Madison
Most employee-side sexual harassment cases in Madison are structured so you do not pay hourly out of pocket, but the details matter. Here is how the money usually works:
Free consultation: Nearly every employee-side firm offers a free or low-cost initial consultation to evaluate your claim. Use it to compare two or three firms.
Contingency fee: Many harassment and discrimination cases are taken on contingency - the lawyer is paid a percentage (commonly around a third) of what you recover, and nothing if you lose.
Hybrid or hourly: Some matters, especially administrative cases or those seeking primarily reinstatement, may be billed on a hybrid or hourly basis. Confirm the structure in writing.
Case costs: Filing fees, depositions, and experts are case costs. In a contingency case these are often advanced by the firm and repaid from any recovery - ask exactly how it works.
What cases recover: Damages can include lost pay, emotional-distress damages, and in some cases punitive damages and attorney fees. Value depends heavily on the facts, the conduct, and the harm you suffered.
Because so many of these cases run on contingency, the real question is not the hourly rate but whether a firm believes in your case and has the experience to maximize it. Get the fee agreement in writing and make sure you understand who pays the case costs if you lose.
How long it takes
A sexual harassment case in Wisconsin moves through agency and court stages, and the timeline depends on whether it settles or is litigated:
Filing the charge (within months): Federal claims generally require a timely charge with the EEOC, and state claims go through Wisconsin's Equal Rights Division. These deadlines are short - missing them can end your case before it starts.
Agency investigation (several months): The EEOC or Equal Rights Division investigates and may attempt to resolve the matter. Many cases settle at or after this stage.
Lawsuit, if needed (months to over a year): If the agency process does not resolve it, your lawyer can file suit. Litigation - discovery, depositions, motions - typically takes many months to more than a year.
Settlement or trial: Most cases settle at some point along the way. A case that goes to trial takes longer, but the threat of a credible trial often drives a fair settlement.
Red flags to watch for when hiring a sexual harassment lawyer in Madison
Guaranteed outcomes. No ethical attorney can promise a specific result. If a firm guarantees a win, a number, or a court ruling, walk away.
The disappearing senior partner. You meet a named partner at intake, then never hear from them again while an unsupervised junior runs the file. Ask in writing who handles your matter day to day.
Pressure to sign on the spot. Reputable firms give you the engagement letter in writing and time to read it. High-pressure intake is a volume-mill signal.
No verifiable track record. Look for named results, peer rankings, board certifications, or bar recognition — not "we have helped thousands of clients."
Vague fees. Every legitimate firm will put the fee structure, what is covered, and what triggers extra charges in a written engagement letter.
10 questions to ask in your free consultation
Most of the firms on this list offer a free or low-cost initial call. Use it. Bring a written list and write down the answers, then compare across two or three firms before you sign anything.
Who, specifically, will handle my matter day to day? Get a name and a direct email, not just the firm.
How many matters like mine have you handled in the last three years? You want a number, not a brochure line.
What is your fee, and what does it cover? Get the structure in writing before you sign.
What out-of-pocket costs am I responsible for, and when? Filing fees, records, and experts add up - ask now.
What is the realistic range of outcomes? A good lawyer gives a range; a weak one promises the high end.
How long will this take? An honest estimate, with the assumptions stated.
What is my deadline, and is it at risk? Many sexual harassment matters carry hard filing deadlines.
How often will I hear from you? Set the communication cadence now.
What can I do to help my own case? The best lawyers will give you homework.
What is the worst-case outcome? A lawyer who refuses to discuss downside risk is selling you something.
What to bring to your Madison consultation
You will get more out of the first call if you arrive organized. For most sexual harassment matters, gather:
A short written timeline. Dates, names, and what happened, in order.
The key documents. Any contracts, letters, agreements, court orders, or filings you have received.
Your correspondence. Relevant emails, texts, or messages - and do not delete anything.
Any deadlines you know about. A court date, a signing deadline, or an agency notice.
Your questions. The 10 above are a good place to start.
If you are not sure whether something is relevant, bring it anyway. It is easier for a lawyer to set aside what does not matter than to chase down what you left at home.
Talk to a vetted Sexual Harassment attorney in Madison
Tell us about your situation. We'll match you with one of these firms or a similar one. Free, confidential, no obligation.
Frequently asked questions about sexual harassment lawyers in Madison
What counts as sexual harassment at work?
It generally falls into two types: quid pro quo, where a job benefit is tied to sexual conduct, and a hostile work environment, where unwelcome conduct is severe or pervasive enough to alter your working conditions. Being punished for refusing advances or for reporting harassment is also illegal retaliation. A lawyer can tell you whether what happened meets the legal standard.
How long do I have to file a sexual harassment claim in Wisconsin?
Not long - the deadlines are measured in months. Federal claims usually require a charge with the EEOC within a strict window, and Wisconsin Fair Employment Act claims run through the Equal Rights Division with their own deadline. Talk to a lawyer quickly so you do not lose your claim to a missed deadline.
Do I have to report harassment to HR before I can sue?
Often it helps your case to report internally, and some legal claims expect you to have used the employer's complaint process. But every situation is different. A lawyer can advise you on whether and how to report - and on protecting yourself from retaliation when you do.
Can I be fired for reporting sexual harassment?
Retaliation against you for reporting harassment or participating in an investigation is itself illegal. If you are punished, demoted, or fired for complaining, that can be a separate claim - sometimes a stronger one than the original harassment. Document what happens and tell your lawyer immediately.
What is my sexual harassment case worth?
It depends on the conduct, the harm to you, your lost income, and the evidence. Damages can include back pay, emotional-distress damages, and in some cases punitive damages and attorney fees. An honest lawyer will give you a realistic range after reviewing your facts, not a guaranteed number up front.
What does a sexual harassment lawyer cost in Madison?
Many employee-side firms offer a free consultation and take these cases on contingency, meaning you pay a percentage of any recovery and nothing if you lose. Some matters are hybrid or hourly. Get the fee structure and who pays case costs in writing before you sign.
What evidence should I keep?
Save relevant texts, emails, and messages; your written complaints to HR; names of witnesses; and a dated, factual account of each incident. Keep it on a personal device, not a work system your employer controls. Do not delete anything - and ask your lawyer before sending any further communications.
Will my case become public?
Many cases settle confidentially and never see a courtroom. If a case is filed in court it becomes part of the public record, though there are sometimes ways to protect sensitive information. Talk through your privacy concerns with your lawyer early so they can factor it into strategy.
One last thing. Choosing a lawyer is personal. Read the reviews. Call two or three firms before you sign. Ask each one: How many matters like mine have you handled in the last three years? The answer tells you a lot. — The LawFirmSquare team
LawFirmSquare is a directory. We do not represent clients or refer cases for a fee.
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